A triadic approach to assessment centre’s construct validity; The effect of categorising dimensions into a feeling, thinking, power taxonomy

This study examined the influence on construct validity of implementing the triad Feeling, Thinking and Power as a taxonomy for behavioural dimensions in assessment centre (AC) exercises. A sample of 1.567 job applicants participated in an AC specifically developed according to this taxonomy. Each exercise tapped three dimensions, one dimension from each cluster of the taxonomy. Confirmatory Factor Analysis of the multitrait-multimethod matrix showed evidence for construct validity. Thus the ratings matched the a priori triadic grouping to a good extent. Practical implications are discussed

The Transparent Assessment Centre: The Effects of Revealing Dimensions to Candidates

What are the effects of revealing dimensions to candidates in an assessment centre? This question is addressed in two independent studies, using individual exercises. Results in Study 1 showed no difference in construct-related validity between a transparent (N =99) and a non-transparent group of university students (N =50),contrary to previous findings by Kleinmann, Kuptsch, and Köller (1996) and Kleinmann (1997), who used group exercises. Also, mean ratings did not alter, the exception being the dimension 'Sensitivity', which increased slightly after the transparency treatment. Conversely, results in Study 2, which contained a sample of actual job applicants, showed a significant improvement in construct-related validity for the transparent group (N =297) compared with the non-transparent group (N =393). Again, mean ratings did not differ between these two groups. Implications of these findings for practice and suggestions for future research are discussed in this paper

Predictors and outcomes of job search behavior: The moderating effects of gender and family situation

This study explored differences in the antecedents and consequences of job search behavior depending on gender and family situation in a large, nationwide sample of the Dutch population. Using Ajzen’s (1991) theory of planned behavior (TPB), we found no gender differences in the antecedents of job seeking. However, family situation did affect the relations in the TPB, such that personal attitude was a slightly weaker, and perceived social pressure a stronger predictor of job seeking for individuals with families than for singles. Concerning the consequences, job search behavior significantly predicted the chances of finding (new) employment, but not job satisfaction in the new job and the level of agreement between the obtained and wanted job

The Cross-cultural Generalizability of the Theory of Planned Behavior: a study on job seeking in The Netherlands

This study examined the cross-cultural generalizability of the theory of planned behavior (TPB) as applied to job seeking, by comparing samples of native-Dutch and Turkish individuals in The Netherlands. Results supported the equivalence of the measures used. Moreover, the TPB ­relationships were found to be comparable across the two samples. Contrary to the predictions, intentions of Turkish individuals were not affected more by subjective norms and less by job search attitudes then those of native-Dutch individuals. The Netherlands The theory of planned behavior (TPB) is a widely used theoretical framework that details the determinants of human behavior (Ajzen, 1991). Meta-analysis demonstrated its validity in the prediction of a large variety of social behaviors (Armitage & Conner, 2001). Also in the context of job seeking, research has confirmed the validity of the TPB (e.g., Van Ryn & Vinokur, 1992). Studies on the TPB typically use Western samples, and job seeking has been studied almost exclusively from a Western point of view. Therefore the current study focused on the cross­cultural generalizability of the TPB in the context of job seeking. Job seeking is an important aspect of people’s work lives as it determines the opportunity set of potential jobs from which job seekers may choose, and influences employment outcome

Job search and the theory of planned behavior: Minority – majority group differences in The Netherlands

The labor market in many Western countries increasingly diversifies. However, little is known about job search behavior of 'non-traditional' applicants such as ethnic minorities. This study investigated minority – majority group differences in the predictors of job search behavior, using the theory of planned behavior (Ajzen, 1985). Data were collected in a two-wave longitudinal design among 697 temporary employees in The Netherlands. Results showed that the ethnic minorities’ perceptions of social pressure predicted intentions to search for a (new) job more strongly than their personal attitudes did. The opposite was found in the native-Dutch group. Self-efficacy did not contribute to the prediction of job search intention. Job search behavior related significantly to job search outcomes, such as job attainment

The cross-cultural generalizability of the theory of planned behavior: A study on jobseeking in the Netherlands

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Bridging the gap between intentions and behavior: Implementation intentions, action control, and procrastination.

In the context of Ajzen’s (1991) theory of planned behavior, the antecedents of intentions are better understood than the antecedents of behavior. The current study aimed to improve the understanding of the transition from intentions to behavior. Based on the work of Gollwitzer (1993), Kuhl and Beckmann (1994), and Lay (1986) we proposed a model of mediators (i.e., implementation intentions) and moderators (i.e., action–state orientation and trait procrastination) in the intention–behavior relation. The model was applied to job seeking, and tested using longitudinal survey data of a sample of unemployed individuals in The Netherlands (N = 175). Support was found for the proposed mediating role of implementation intentions in the relation between job search intention and job search behavior. The proposed moderating roles of action–state orientation and trait procrastination were not supported

Three method factors explaining the low correlations between assessment center dimension ratings and scores on personality inventories

In general, correlations between assessment centre (AC) ratings and personality inventories are low. In this paper, we examine three method factors that may be responsible for these low correlations: differences in (i) rating source (other versus self), (ii) rating domain (general versus specific), and (iii) rating format (multi- versus single item). This study tests whether these three factors diminish correlations between AC exercise ratings and external indicators of similar dimensions. Ratings of personality and performance were combined in an analytical framework following a 2 × 2 × 2 (source, domain, format) completely crossed, within subjects design. Results showed partial support for the influence of each of the three method factors. Implications for future research are discussed. Copyright © 2004 John Wiley & Sons, Ltd

Contribution des tests psychologiques à la sécurité des chemins de fer

Van der Flier Henk, Turbiaux Marcel. Contribution des tests psychologiques à la sécurité des chemins de fer. In: Bulletin de psychologie, tome 48 n°418, 1994. Psychologie du travail – Ergonomie dans les transports. pp. 126-134